DRUG AND ALCOHOL HANDBOOK FOR CDL STAFF AND STUDENTS
|
|
- Alexina Park
- 8 years ago
- Views:
Transcription
1 DRUG AND ALCOHOL HANDBOOK FOR CDL STAFF AND STUDENTS Revised July 2014
2 CDL Drug and Alcohol Handbook TABLE OF CONTENTS PURPOSE...4 GOALS...4 OUR ZERO TOLERANCE POLICY...4 OVERVIEW...5 BACKGROUND... 5 PROBLEM STATEMENT... 6 SAFETY-SENSITIVE FUNCTIONS... 6 APPLICABILITY... 7 PROHIBITED CONDUCT FOR CDL EMPLOYEES AND STUDENTS...8 DRUG AND ALCOHOL USAGE... 8 SELF-DISCLOSURE OF ALCOHOL MISUSE OR DRUG USE... 9 PRESCRIBED MEDICATIONS & OVER THE COUNTER ( OTC ) DRUGS... 9 TESTING PROCEDURES TYPE OF TESTS FOR DRUGS AND ALCOHOL REQUIRED TESTING EVENTS Pre-employment / Pre-Admission Random Reasonable Suspicion Post-Accident Return-to-Duty Follow-up PROCEDURES FOR DRUG TESTING Page 2
3 CDL Drug and Alcohol Handbook PROCEDURES FOR ALCOHOL TESTING VALIDITY TESTING HANDLING RESULT, CONFIDENTIALITY, AND RETENTION OF RECORDS CONSEQUENCES OF POSITIVE RESULTS ZERO TOLERANCE POLICY DEFINITION OF POSITIVE RESULT CONSEQUENCES OF A POSITIVE DRUG TEST CONSEQUENCES OF A POSITIVE BREATH ALCOHOL TEST CONSEQUENCES OF A BREATH ALCOHOL LEVEL RESPONSIBILITIES MANAGEMENT SUPERVISORS EMPLOYEES AND STUDENTS HUMAN RESOURCES DEPARTMENT TESTING CONTRACTOR ACCESS TO HELP Page 3
4 CDL Drug and Alcohol Handbook PURPOSE This handbook is to be used as an extension of Drug and Alcohol guidelines for staff and students performing safety-sensitive functions of the School s Commercial Driver License ( CDL ) programs. It extends, but does not negate, other existing employee or student code of conduct policies. GOALS The goals of the School CDL drug and alcohol policy and testing program are as follows: To enhance safety in the workplace and learning environment; To comply with the federal regulations related to alcohol and drug testing of staff and students covered by the federal Omnibus Transportation Employee Testing Act and U.S. Department of Transportation regulations; To comply with federal and state regulations related to positions requiring a Commercial Driver's License (CDL); To appropriately protect the rights, confidentiality, and privacy of those individuals subject to testing; To provide referral to rehabilitation services to those who are experiencing an alcohol or chemical dependency problem; and To take appropriate corrective action when the test of a covered employee shows the presence of alcohol or controlled substances. OUR ZERO TOLERANCE POLICY Delta Career Education and its affiliated CDL institutions are proud to abide by a Zero Tolerance policy for its CDL staff, CDL students, and any driver performing safety-sensitive functions. Therefore, a positive result will result in ineligibility for employment or admission or result in termination or dismissal. Furthermore, consideration for future re-employment or program reentry will require completion of an US DOT-certified substance abuse program. Page 4
5 CDL Drug and Alcohol Handbook OVERVIEW Background In 1991, the federal government recognized a need for a drug and alcohol free transportation industry and passed The Omnibus Transportation Act. This act applies to employees or students who perform safety-sensitive functions. In addition to the federal requirements, Delta Career Education Corporation has established specific practices for its employees who are in a safetysensitive position (called CDL covered employees). These practices are outlined in this Delta CDL Drug and Alcohol Testing Handbook. Both initiatives mandate participation on programs designed to help prevent accidents and injuries resulting from the misuse of alcohol or use of controlled substances. Drug and alcohol testing and training are a requirement of both the federal government and your employer. This handbook serves to communicate the policies that apply to you as a Commercial Driver and an employee of Delta Career Education Corporation. Specifically, the handbook will address the rules, required tests, testing procedures, test results and their consequences. Testing of CDL-covered employees and students is required at the following times: Pre-employment / Pre-Admission Reasonable suspicion Random Post Accident Return-to-Duty Follow-up Testing positive for drugs and/or alcohol, refusal to submit to testing, and tampering with a drug or alcohol test all have serious consequences. Accuracy and your privacy are important. For that reason, measures are taken to ensure the validity of the testing procedures and the confidentiality of the results. The reason this law was enacted is to increase the safety of the public and prevent vehicular accidents caused by drugs or alcohol. The act also created opportunities for education and treatment for individuals struggling with addictions. Page 5
6 CDL Drug and Alcohol Handbook Problem Statement Operating motorized equipment, particularly CDL covered vehicles requires the operator to be functioning at a highly responsive level that includes eye/hand coordination, reaction speed, decision-making, sound judgment and concentration. Should any one of these elements be diminished you pose a risk to yourself and others and should not be operating motorized equipment. A person operating a motor vehicle after using even a small amount of alcohol or other drugs likely experiences: Reduced reaction time due to the impact on brain functioning. Delayed/impaired decision-making. For example, a reduction on the ability to brake or maneuver due to the interference with normal brain activity. Overreactions due to the stimulating effects of drugs. This may cause skidding, jackknifing, or a rollover to the vehicle and potentially deadly consequences to other motorists. Increased daydreaming/lack of focus. Being tense or nervous from the physical withdrawal effects can lead to reacting with an outburst of anger and aggressive driving in response to the driving of others. Falling asleep behind the wheel as a result of the mental and physical fatigue brought on by repeated alcohol or other drug episodes. Blurred or distorted vision (such as seeing double). Being overly confident or aggressive, and impairing good judgment as to when to yield or extending highway courtesy. Even after a person discontinues using alcohol or other drugs the individual can still exhibit diminished performance for hours and even days afterwards. Combining drugs (illegal or over the counter) with alcohol compounds the effects and can be even more hazardous. Safety-Sensitive Functions Safety-sensitive means all time from when a CDL covered employee or student begins to work or is required to be in readiness to work until the time the employee or student is relieved from work and all responsibility from performing work. Page 6
7 CDL Drug and Alcohol Handbook Safety-sensitive functions Include: All time at an employer or shipper plant, terminal, facility, or other property, or on any public property, waiting to be dispatched, unless the driver has been relieved from duty by the employer; All time inspecting equipment as required by the Federal motor Carrier Safety Regulations or otherwise inspecting, servicing, or conditioning, any commercial motor vehicle ( CMV ) at any time; All time spent at the driving controls of a CMV in operation; All time, other than driving time, on or upon any CMV (except time spent resting in a sleeper berth); All time loading or unloading a CMV, supervising, or assisting in the loading or unloading, attending a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle, or in giving or receiving receipts from shipments loaded or unloaded; All time spent performing the driver requirements associated with accident and; All time repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle. Applicability The Omnibus Transportation Employee Testing Act of 1991 is a federal law that applies to the transportation industry. You are subject to the requirements if you operate on a safety-sensitive function. The drug and alcohol rules apply to every person who operates a commercial motor vehicle on interstate or intrastate commerce and who is subject to the commercial drivers license (CDL) requirements. A commercial motor vehicle ( CMV ) is one used to transport passengers or property if it: 1. Has a gross combination weight rating of 26,001 or more pounds inclusive of a towed unit with a gross vehicle weight rating of more than 10,000 pounds; or 2. Has a gross vehicle weight rating of 26,001 or more pounds; or 3. Is designed to transport sixteen (16) or more passengers, including the driver; or 4. Is of any size and is used in the transportation of materials found to be hazardous and is required to be placarded. The federal rules preempt any state or local law, rule, regulation, or order. However, state or local governments can establish policies that exceed these requirements. Page 7
8 PROHIBITED CONDUCT FOR CDL EMPLOYEES AND STUDENTS Drug and Alcohol Usage Drugs and Controlled Substances You cannot report for duty or remain on duty requiring the performance of safetysensitive functions when you have used any drugs or controlled substances. The only exception is under the instruction of a physician who has advised you that the substance does not adversely affect your ability to safely operate a commercial motor vehicle. Screened drugs include: o Marijuana metabolites/thc o Cocaine metabolites (including crack) o Amphetamines (including methamphetamines) o Opiates including (codeine, heroine, morphine) o Phencyclidine (PCP) Prescription and non-prescription drugs are not permitted to be carried in a CMV unless are manifested. The only exception is when use does not impair the ability of the driver to safely operate a CMV. Alcohol You may not use alcohol while assigned to or performing safety-sensitive functions. You may not perform safety-sensitive functions within four (4) hours after using alcohol. You may not be on duty or operate a commercial motor vehicle while you possess alcohol, unless the alcohol is manifested and transported as part of a shipment. In addition, materials containing alcohol (such as mouthwash, cough medication, etc.) are not allowed to be carried in a CMV unless it is manifested. If you are required to take a post-accident alcohol test, you may not use alcohol for eight (8) hours following the accident or until you undergo a post-accident test, whichever occurs first. Page 8
9 Self-Disclosure of Alcohol Misuse or Drug Use Self-disclosure happens if you tell your supervisor or instructor that you are misusing alcohol or using a controlled substance (in any other capacity other than one that is prescribed for you by a physician). An employee or student who self-discloses misuse of alcohol and/or controlled substance use is not subject to the CDL referral, evaluation, treatment and testing provisions found in the federal regulations, provided that both of the following requirements are met: You have not self-disclosed in order to avoid drug and/or alcohol testing. You make the self-disclosure prior to performing safety-sensitive duties during that work shift (generally before reporting for duty). If you self-disclose misuse of alcohol and/or controlled substance use that meets the above requirements, the following will occur: You will be removed from safety-sensitive duties, You will not have a DOT reportable violation; however, You will still be considered for termination or dismissal under School s zero tolerance policy. Prescribed Medications & Over the Counter ( OTC ) Drugs Prescribed medications and over the counter ( OTC ) drugs may affect your fitness for duty or ability to perform your duties safely. It is your responsibility to know how the medications you take for health reasons affect your ability to perform your job in a safe manner. For this reason, it is suggested that you always ask your medical provider how any medication(s) you are taking will affect your ability to function safely. You may use prescribed medications and OTC drugs and still perform your safety-sensitive duties; however, you must meet the following standards: A prescription medication must be prescribed to you by a licensed physician, such as your personal doctor. o The substance must be used at the dosage prescribed or authorized. o If you are being treated by more than one physician at least one of the treating doctors must be informed of all prescribed and over the counter medication and Page 9
10 have determined that the use of the medications is consistent with the safe performance of your duties. o If it is determined that the medications could cause impairment to safe performance of your duties, documentation is required through a note completed by your physician. An over-the-counter medication must not prevent you from safely performing your job, and must be used at the dosage prescribed or authorized. If a misuse occurs: o You will be removed from safety-sensitive duties, and o You will still be considered for termination or dismissal under the School s zero tolerance policy. Page 10
11 TESTING PROCEDURES Type of Tests for Drugs and Alcohol There are two types of tests that are covered by the act. 1. Alcohol is tested via a breath specimen, which is analyzed for its breath alcohol level. A breath alcohol level of equal to or greater than 0.02 will have consequences to you. 2. Drug tests are conducted using urine specimens. The urine content is analyzed for the following drugs and metabolites: Marijuana metabolites/thc Cocaine metabolites (including crack) Amphetamines (including methamphetamines) Opiates including (codeine, heroine, morphine) Phencyclidine (PCP) Required Testing Events Pre-employment / Pre-Admission Controlled substance testing must be done prior to the first time an employee performs safety-sensitive functions associated with the School. No pre-employment or preadmission alcohol test is required. If an employee or student has been out of the random testing pool for 30 days or longer, a pre-employment or re-admission test is required. If a student has dropped a course and re-enters within 30 days of drop date, a preadmission test is not required. A student s passed pre-admission drug test shall be deemed valid for enrollment for 60 days. Therefore, if the student s program start date is delayed and is greater than 60 days from the test, another pre-admission test is required. Page 11
12 Random Covered employees and students are subject to random, unannounced drug and alcohol testing spread reasonably throughout the calendar year. Random controlled substance testing will be conducted at an annualized rate of 50 percent of the average number of active covered employees and students. Random alcohol testing will be conducted at an annualized rate of ten percent of the average number of active covered employees and students. Random tests of employees or students will be determined solely by the testing contractor using a scientifically valid method to ensure randomness. The random testing rate is based on standards of the federal Highway Administration and may be adjusted from time to time. If selected, an employee or student will submit to a drug or alcohol screening at the School s authorized facility immediately or at the soonest possible time not to exceed six (6) hours. The School will make reasonable efforts to ensure that notification is given when it generally feasible for employee or student to accommodate a time window notwithstanding the general inconvenience of missed work or training time. Alcohol and controlled substance tests must be unannounced. Employees/students are put back into the random testing pool after being picked so the chance of being picked is the same each time. Reasonable Suspicion The School shall require an alcohol and a controlled substance test when a supervisor observes that a driver s appearance, behavior, speech or body may indicate that the employee or student is unfit for duty or training. In such instances, the employee or student will be transported to the School s authorized testing site. Post-Accident If a CDL covered employee or student is involved in an on-duty motor vehicle accident, testing is required when: Page 12
13 o An accident involves a fatality; or o The driver receives a moving violation AND A vehicle must be towed; or An injury requires treatment away from the scene Following such an accident, the School will arrange for testing the employee or student as soon as possible (ideally within two hours, but not to exceed eight hours for alcohol testing and 32 hours for drug testing). If after normal business hours, many authorized clinics offer after-hour services and will strive to be utilized where available. Employees or students involved in accidents must remain available for testing and must refrain from alcohol and drug use following the accident until a drug and alcohol test is administered. However, this does not require the delay of necessary medical attention for injuries or prohibit a covered employee or student from leaving the scene of an accident if necessary to obtain assistance to respond to the accident or to obtain emergency medical care. In such instances, the employee or student will be transported to the testing site. Employees or students who leave the scene of an accident inappropriately will be considered to have refused the test and will be subject to appropriate corrective action, up to and including dismissal. Return-to-Duty Due to the School s Zero Tolerance policy, a Return-to-Duty testing procedure is not applicable. Follow-up Due to the School s Zero Tolerance policy, a Follow-up testing procedure is not applicable. Procedures for Drug Testing The collection of urine will be conducted under the procedures required by mandatory regulations of the Federal Department of Transportation. These regulations allow for individual privacy unless there is reason to believe that a particular individual may alter or substitute the urine specimen to be provided. The collecting onsite person(s) will take precautions to ensure that an employee or student s specimen is not adulterated or diluted during the collection procedure. The specimen collection must also follow strict chain of custody and security procedures. Page 13
14 Procedure If screen is a scheduled screen (e.g. pre-employment, pre-admission) and your School participates with online scheduling; you will receive an allowing you to select an authorized DOT clinic convenient to you. After confirming your clinic, you will be issued an epassport to print and bring with you to the clinic. o If your School does not participate in online scheduling, you will receive a printed Cover Sheet with instructions. Additionally, ahead of time, you will be given a Federal Drug Testing Chain of Custody and Control Form (CCF) by your hiring manager, admissions representative, or education consultant. When you arrive at the clinic, you must present your photo identification (CDL License, if applicable), the epassport or Drug and Alcohol Testing Program Cover Sheet (completed by the supervisor), and a Federal Drug Testing Chain of Custody and Control Form (CCF) to the collection site. o You will be asked to remove any unnecessary outer garments such as a coat and jacket. You will be required to empty the contents of your pockets. All personal belongings like briefcases will remain within the outer garments. A wallet may be retained. o You will be required to wash and dry your hands prior to providing a specimen. o Your specimen will be provided in the privacy of a stall or otherwise portioned area that allows for individual privacy unless your collection must be witnessed. o After handing the specimen bottle to the collector, you should keep the specimen in full view at all times until it is sealed and labeled. This protects you against the wrong label being put on the bottle or someone possibly tampering with the specimen. You will be asked to initial the identification label on the specimen you provide. o If the collection site person has reason to believe that you may have altered or substituted the specimen, the person will notify a higher-level supervisor. Should you in any way attempt to tamper with, adulterate, substitute, or dilute the specimen, the collection site person will collect a second specimen under direct observation by a same gender collection site person. Page 14
15 Procedures for Alcohol Testing A breath alcohol test will be conducted under the procedures required by mandatory regulations of the Federal Department of Transportation. Evidential breath testing is reliable and highly accurate at detecting low alcohol concentrations. Procedure You must present your photo ID (CDL License, if applicable) and the Drug and Alcohol Testing Program Cover Sheet (completed by the supervisor) at the testing site. o The breath alcohol technician (BAT) will complete Step 1 on the Breath Alcohol Testing Form. You will be asked to complete Step 2 and scan the certification. Refusal to scan the certification will be regarded as a refusal to take the test. o An individually sealed mouthpiece will be opened and attached to the evidential breath-testing device (EBT). You will be asked to blow forcefully into the mouthpiece for at least six seconds or until the EBT indicates that an adequate amount of breath has been obtained. o The BAT will show you the displayed results of the screening test and record the results on the testing form. If the result is a breath alcohol concentration of less than 0.02, the BAT will date the form and sign the certification on Step 3. o If the result of the screening test is an alcohol concentration of 0.02 or greater, a confirmation test will be performed. o Prior to the confirmation test, you will be instructed not to eat, drink, put any object or substance into your mouth, and, to the extent possible not belch during a waiting period before this confirmation test. This instruction is for your benefit as these actions could lead to an artificially high reading. The test will be conducted at the end of the waiting period, even if the above instructions have been disregarded. o This waiting period begins with the completion of the screening test and shall not be less than 15 minutes. The confirmation test will be conducted within 30 minutes of the completion of the screening test. o Prior to the confirmation test, the EBT device will be cleared and a new mouthpiece will be used. The above procedures will be followed. o The confirmation test result is deemed to be the final result. The results will not be released to anyone other than the employer without your written consent. Page 15
16 Validity Testing This refers to testing conducted by a laboratory to identify any attempt to tamper with a specimen, such as adulteration or substitution. All specimens are tested for dilution, substitution, and adulteration. If the laboratory has identified the specimen as adulterated or substituted, the laboratory will not report the result as negative or positive, only adulterated or substituted with remarks as to the adulterant or interfering substance. The Medical Review Officer ( MRO ) will contact the employee or student to discuss the adulterated or substituted specimen and to offer testing of the split specimen. After this is verified that the specimen was adulterated or substituted, the MRO will report to the School that the specimen was adulterated or substituted, either of which constitutes a refusal to test. Federal Guidelines state that employers must treat adulterated or substituted specimens as a positive test result and the employee must be referred to a SAP for evaluation. An adulterated specimen is one that contains a substance that is not expected to be present in human urines or contains a substance expected to be present, but is at a concentration so high that it is not consistent with human urine. A substituted specimen is one with content values that are inconsistent with human urine. This is done by adding water to the specimen to decrease the concentration of a drug or by substituting another fluid for the specimen to produce a drug free specimen. A substitute specimen may also be the urine of another individual. Occasionally a test cannot be completed because of interfering substances that cannot be identified. This is called an Invalid Test. If the MRO determines there is a medical explanation, no additional testing is required unless a negative test is needed (pre-employment, return-to-duty, and follow-up tests). If no medical explanation is found, a witnessed collection will be ordered and will be done as soon as possible without notice to the employee or student. Handling Result, Confidentiality, and Retention of Records You may be concerned about how the records are maintained. The Vendor maintains confidential records of the School s alcohol and controlled substance testing program, including all testing results and records related to the Page 16
17 collection process, such as the list of random names selected. The employer representative, designated by each Agency, keeps documentation of training of supervisors and drivers. The employer representative, designated by each Agency, keeps documentation of the justification for reasonable suspicion and post-accident testing and verbal results of testing as communicated by the vendor. SAP keeps all evaluation and referral documentation. All records are maintained in a secure location with limited access. No one is permitted to release any drug and alcohol testing information without proper authorization. Anyone found releasing confidential information without proper authorization faces disciplinary action. Page 17
18 CONSEQUENCES OF POSITIVE RESULTS Zero Tolerance Policy The School or CDL institution abides by a Zero Tolerance policy for its CDL staff, CDL students, and driver performing safety-sensitive functions. Therefore, a positive result will result in termination or dismissal. Furthermore, consideration for future re-employment or program reentry will require completion of an US DOT-certified substance abuse program. Definition of Positive Result Positive Results Include: Any refusal to take an alcohol and/or drug test (reasonable suspicion, random, postaccident, return to duty, or follow-up) is considered a positive test result. Except for extreme circumstances as acknowledged by the School, any random, postaccident, return to duty, or follow-up test never taken, forgotten, or not taken within the time allotment as indicated in Testing Procedures section. An adulterated or substituted test is considered a refusal and treated the same as a positive test result. An alcohol test result of or greater. A positive test for drugs prohibited in the Testing Procedures section. Consequences of a Positive Drug Test Upon a positive test result of a drug test, the employee or student will be removed from safetysensitive functions and will be subject to administrative actions. Under the School s Zero Tolerance policy, the employee will be terminated or the student will be dismissed. Page 18
19 Consequences of a Positive Breath Alcohol Test Upon a test result of breath alcohol level or greater, the employee or student will be removed from safety-sensitive functions and will be subject to administrative actions. Under the School s Zero Tolerance policy; the employee will be terminated or the student will be dismissed. Consequences of a Breath Alcohol Level A test result of breath alcohol level is considered a negative test result. However, the employee or student will be removed from safety-sensitive duties for a minimum of twenty-four (24) hours. A return-to-duty test is not required, but the employee or student may be subject to administrative actions as determined by their supervisor. Page 19
20 RESPONSIBILITIES Management Management's responsibilities are as follows: Promote a work environment free from drugs and alcohol; Provide the resources necessary to carry out this policy; Ensure the contents of this policy are communicated to affected staff; Ensure that supervisors receive training to understand the provisions of this policy and to recognize behaviors which may indicate substance abuse; and Remove employees and students from safety sensitive work and take appropriate corrective action as warranted by positive test results and in accordance with this policy, and with federal and state regulations. Supervisors Supervisors include, but are not limited to, CDL Program Directors and CDL Driver Trainers. Supervisors' responsibilities are as follows: Attend training in order to explain the provisions of this policy and how to recognize behaviors which may indicate substance abuse; Inform all current and future covered employees and students about the School s drug and alcohol abuse policy, educational materials, and information on rehabilitation services available; Enforce and comply with the provisions of this policy; Serve as a positive role model; and Remove employees and students from safety sensitive work and take appropriate corrective action as warranted by positive test results and in accordance with this policy, and with federal and state regulations. Page 20
21 Employees and Students Employees and students responsibilities are as follows: To comply with School policy and federal regulations which prohibit being under the influence of drugs and/or alcohol while in school, on the job, or in a paid standby capacity; To report any impairment that affects the ability to perform safety sensitive work to the supervisor, including the effect of prescribed drugs; Submit to alcohol and drug testing when required to do so in accordance with federal regulations; Immediately notify their supervisor of any criminal conviction involving drugs or alcohol in the workplace or learning environment; Immediately notify their supervisor of any conviction for driving under the influence of drugs or alcohol; and Immediately notify their supervisor of any accidents, regardless of who may be at fault, that occur while operating a vehicle for which possession of a Commercial Driver's License is required. Human Resources Department The Human Resources Department's responsibilities are as follows: Promote a drug and alcohol-free workplace by informing applicants for CDL employment of the School's policy and testing program; Implement a training program for supervisors and managers of covered employees and students subject to drug and/or alcohol testing which covers this policy, the effects of drugs and/or alcohol in the workplace and behavioral symptoms of impairment; Provide caregiver referral services to employees who may need assistance to overcome drug or alcohol dependency; Provide referral for substance abuse professional services; and Page 21
22 Assist supervisors and/or appointing authorities in planning and implementing corrective action plans for employees who have positive test results. Testing Contractor The testing contractor's responsibilities are as follows: Determine random testing to be accomplished; Carry out random, pre-employment, pre-admission, post-accident, reasonable suspicion, and follow-up sample collection and testing, while protecting personal privacy in accordance with federal regulations; Establish and maintain chain of custody, transport, and test samples; Provide Medical Review Officer (MRO) services meeting the separation of function requirements pursuant to 49 CFR 40.33(b)(1) and (2); Exercise confidentiality when reporting test results; Maintain all dated records and notifications pursuant to 49 CFR ; Develop and implement a record keeping and reporting system meeting the requirements of the U.S. Department of Transportation pursuant to 49 CFR ; and Provide Management Information System (MIS) reports and other reports as required by federal regulations. Page 22
23 ACCESS TO HELP The School cares about its employees and students, encourages them to seek treatment voluntarily, and will arrange for referral to an appropriate substance abuse professional upon request. Please contact your Human Resources representative for assistance. Page 23
EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES
EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES Program for Testing for Alcohol Misuse and Use of Controlled Substance by Drivers of Commercial Motor Vehicles Adopted Date: May 15, 1995 I. Policy- The County
More informationChapter 16 DRUG & ALCOHOL TESTING
Chapter 16 DRUG & ALCOHOL TESTING Chapter 16 Table of Contents Chapter 16 DRUG & ALCOHOL TESTING... 16-1 DRUG AND ALCOHOL TESTING... 16-3 Testing Program... 16-3 Guidelines and Procedures for Drug/Alcohol
More informationSOUTH CAROLINA DEPARTMENT OF ADMINISTRATION DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE
SOUTH CAROLINA DEPARTMENT OF ADMINISTRATION DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY.
More informationDrug and Alcohol Testing for Department of Transportation (DOT) Regulated Employees
Drug and Alcohol Testing for Department of Transportation (DOT) Regulated Definitions Alcohol Screening Test: An analytic procedure to determine whether an employee may have a prohibited concentration
More informationMEDWAY SCHOOL BOARD POLICY DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS
MEDWAY SCHOOL BOARD POLICY DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS NEPN/NSBA CODE: EEAEAA The safety of our students, employees and the general public requires that our drivers perform their duties
More informationLast Reviewed: November 25, 2014 WOOD COUNTY BOARD OF EDUCATION. Policy 5160.3 Transportation Employees Alcohol and Controlled Substance Policy
WOOD COUNTY BOARD OF EDUCATION Policy 5160.3 Transportation Employees Alcohol and Controlled Substance Policy Last Reviewed: November 25, 2014 Next Review: November 25, 2016 Section 1.0 Introduction The
More informationDrug and Alcohol Testing Program
SACRAMENTO CITY UNIFIED SCHOOL DISTRICT CONTROLLED SACRAMENTO SUBSTANCES AND ALCOHOL TESTING CITY PROGRAM POSITION STATEMENT UNIFIED SCHOOL DISTRICT The Sacramento City Unified School District is committed
More informationCITY OF ESSEXVILLE SUBSTANCE ABUSE POLICY
CITY OF ESSEXVILLE SUBSTANCE ABUSE POLICY Department of Transportation Regulated Employees (Original Adoption November 29, 1995, Latest Revision November 17, 2008) I. PURPOSE The City of Essexville ( Employer
More informationEMPLOYEE ALCOHOL AND DRUG TESTING (Testing Procedures for Drivers)
EMPLOYEE ALCOHOL AND DRUG TESTING (Testing Procedures for Drivers) In accordance with Board policy, the following procedures apply to drug and alcohol testing of drivers. Definitions For the purposes of
More informationDRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS
FILE: GDQ-PC DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS A. Generally The Omnibus Transportation Employee Testing Act of 1991 requires alcohol and drug testing of safety-sensitive employees in the
More informationHuman Resources Policy Manual Revision Date: January 2014 8.13 FEDERAL HIGHWAY ADMINISTRATION (FHWA) REGULATIONS ON DRUG USE AND ALCOHOL ABUSE
8.13 FEDERAL HIGHWAY ADMINISTRATION (FHWA) REGULATIONS ON DRUG USE This policy is adopted in order to comply with federal requirements concerning drug and alcohol testing of employees who hold positions
More informationProcedure 5202P Personnel
FEDERAL HIGHWAY ADMINISTRATION MANDATED DRUG AND ALOCHOL TESTING PROGRAM Definitions: Accident, for purposes of this policy, is as an incident involving an employee whose job responsibilities require a
More informationX. SUBSTANCE ABUSE/DRUG-FREE WORKPLACE POLICY
X. SUBSTANCE ABUSE/DRUG-FREE WORKPLACE POLICY GENERAL POLICY It is the policy of Scott County to provide safe, dependable and efficient services to the public which it serves. Scott County is committed
More informationDrug and Alcohol Testing for Bus Drivers
Drug and Alcohol Testing for Bus Drivers School bus drivers who operate a motor vehicle requiring a commercial driver's license are subject to a drug and alcohol testing program that fulfills the requirements
More informationCommunity Unit School District No. 308 5:110. General Personnel. A safety-sensitive function includes, but is not limited to:
General Personnel Bus Driver Controlled Substance and Alcohol Testing I. Introduction Page 1 of 11 Unless specifically stated otherwise, the terms of this policy are to implement the Department of Transportation
More informationNORTHEAST COMMUNITY COLLEGE ADMINISTRATIVE PROCEDURE NUMBER: AP-3237.0 FOR POLICY NUMBER: BP 3237
NORTHEAST COMMUNITY COLLEGE ADMINISTRATIVE PROCEDURE NUMBER: AP-3237.0 FOR POLICY NUMBER: BP 3237 ALCOHOL AND CONTROLLED SUBSTANCE TEST PROCEDURES FOR COMMERCIAL DRIVER S LICENSE PROCEDURES 1. PROCEDURE
More informationGBCCB-R REGULATIONS - REQUIRED ALCOHOL AND DRUG TESTING FOR SCHOOL BUS DRIVERS
GBCCB-R REGULATIONS - REQUIRED ALCOHOL AND DRUG I. REGULATION - OVERVIEW: This regulation establishes the guidelines, procedures, and circumstances for mandatory alcohol and drug testing for school drivers
More informationFederal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program
Federal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program Definitions: Accident, for purposes of this policy, is as an incident involving an employee whose job responsibilities
More informationDrug and Alcohol Testing for Safety- and Security-sensitive Positions
[Minor revision posted 3/7/14 (replaces 1/27/12 edition)] Operating Policy and Procedure : Drug and Alcohol Testing for Safety- and Security-sensitive Positions DATE: March 7, 2014 PURPOSE: The purpose
More informationSalt Lake Community College Policies and Procedures Manual 2.08 Personnel Policy Committee Approval:
2.08 Personnel Policy Committee Approval: DRUG FREE WORKPLACE Senate Approval: CHAPTER 2 Board of Trustees Approval: 6/14/89 POLICY 2.08 Revision: 3/12/07 I. PURPOSE To provide: (1) an alcohol/drug free
More informationDOUGLAS COUNTY GOVERNMENT POLICY FORM. To ensure a drug-free work environment within Douglas County Government.
DOUGLAS COUNTY GOVERNMENT POLICY FORM SUBJECT DRUG-FREE WORKPLACE TITLE DRUG-FREE WORKPLACE POLICY NO. HR.6.10 APPROVAL DATE 1/1/11 REVISION DATE 9/1/12 PURPOSE: DEPARTMENT RESPONSIBLE: DEPARTMENT(S) AFFECTED:
More informationD.O.T. (DEPARTMENT OF TRANSPORTATION) DRUG AND ALCOHOL TESTING POLICY
D.O.T. (DEPARTMENT OF TRANSPORTATION) DRUG AND ALCOHOL TESTING POLICY Purpose: Anoka-Hennepin School District #11 realizes the importance of providing a safe and healthy work place and minimizing the risks
More informationHow To Keep A College A Drug Free Workplace
2.08 DRUG FREE WORKPLACE Cabinet Approval: CHAPTER 2 Board of Trustees Approval: 06/14/89 POLICY 2.08 Revised: 03/12/97 I. PURPOSE To provide: (1) an alcohol / drug free workplace for all employees, (2)
More informationFTA Drug Abuse and Alcohol Misuse Testing Program Subrecipient Program Compliance Checklist
FTA Drug Abuse and Alcohol Misuse Testing Program Subrecipient Program Compliance Checklist Agency/Organization Name: Type(s) of Funding Received by Organization: Applicable Grant #(s): Date of Compliance
More information5259P Page 1 of 20 PERSONNEL Federal Motor Carrier Safety Administration (FMCSA) Mandated Drug and Alcohol Testing Program Definitions Accident, for
Page 1 of 20 Federal Motor Carrier Safety Administration (FMCSA) Mandated Drug and Alcohol Testing Program Definitions Accident, for the purposes of this policy, is an incident involving an employee whose
More informationDrug-Free Workplace Policy and Procedures July 16, 2015
Drug-Free Workplace Policy and Procedures July 16, 2015 Regional Transit Authority of Southeast Michigan Drug-Free Workplace Policy and Procedures Purpose In compliance with regulations governing anti-drug
More informationDrug And Alcohol Testing For School Bus Drivers
Carmel USD I BP 4112.42 Personnel Drug And Alcohol Testing For School Bus Drivers The Board of Education desires to take all possible steps to ensure transportation safety for district students and staff.
More informationDRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS ADMINISTRATIVE PROCEDURE
DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS ADMINISTRATIVE PROCEDURE The RSU 83/M.S.A.D. #13 School Board, hereinafter referred to as the Board, is committed to the establishment of an alcohol and controlled
More informationFederal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program
Page 1 of 24 Federal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program Definitions: Accident, for purposes of this policy, is an incident involving an employee whose job responsibilities
More informationOMNIBUS TRANSPORTATION ACT- ALCOHOL AND CONTROLLED SUBSTANCES
CATEGORY: POLICY STATUS: University Policy Approved POLICY TITLE: POLICY NUMBER: POLICY ADDRESS: POLICY PURPOSE: APPLIES TO: SUB-SECTIONS: POLICY STATEMENT OMNIBUS TRANSPORTATION ACT- ALCOHOL AND CONTROLLED
More informationHACH COMPANY DRUG AND ALCOHOL POLICY
HACH COMPANY DRUG AND ALCOHOL POLICY I. Purpose Hach Company is committed to a safe, healthy, and productive work environment for all Associates free from the effects of substance abuse. Abuse of alcohol,
More informationMSBA/MASA Model Policy 416 416 DRUG AND ALCOHOL TESTING I. PURPOSE
MSBA/MASA Model Policy 416 416 DRUG AND ALCOHOL TESTING I. PURPOSE A. The school board recognizes the significant problems created by drug and alcohol use in society in general, and the public schools
More informationEducational Support Personnel
Burr Ridge Community Consolidated School District #180 Policy Manual 5:285 Educational Support Personnel Drug and Alcohol Testing for School Bus and Commercial Vehicle Drivers 1 The District shall adhere
More informationCOMMERCIAL DRIVER S LICENSE DRUG AND ALCOHOL TESTING POLICY and IMPLEMENTATION PROCEDURES
COMMERCIAL DRIVER S LICENSE DRUG AND ALCOHOL TESTING POLICY and IMPLEMENTATION PROCEDURES I PURPOSE The Purpose of this policy is to establish programs designed to help prevent accidents and injuries resulting
More informationDRUG AND ALCOHOL TESTING
POLICY #416 DRUG AND ALCOHOL TESTING I. PURPOSE A. The school board recognizes the significant problems created by drug and alcohol use in society in general, and the public schools in particular. The
More informationEEAEAA - DRUG AND ALCOHOL USE BY AND TESTING FOR DRIVERS WITH A COMMERCIAL DRIVER S LICENSE (CDL)
EEAEAA - DRUG AND ALCOHOL USE BY AND TESTING FOR DRIVERS WITH A COMMERCIAL DRIVER S LICENSE (CDL) APPLICABILITY In accordance with federal law and regulations, all bus operators and other District drivers
More informationSUBSTANCE ABUSE POLICY AND PROCEDURAL DIRECTIVE
Page 1 of 7 700 Kipling Street, Suite 1000 Lakewood, CO 80215 SUBSTANCE ABUSE POLICY AND PROCEDURAL DIRECTIVE PURPOSE To maintain a safe, healthful, and efficient work environment for the Colorado Department
More informationJanik, LTD d/b/a Pet Supplies Plus SUBSTANCE ABUSE POLICY
Janik, LTD d/b/a Pet Supplies Plus SUBSTANCE ABUSE POLICY Page 1 of 13 Section Table of Contents Statement of Purpose and Policy 3 I. Purpose 4 II. Provisions 4 A. Applicability 4 B. Prohibited Conduct
More informationHow To Test For Illegal Drugs And Alcohol
DRUG AND ALCOHOL TESTING POLICY Policy This policy applies to all persons who are applicants for or who are employed in positions with duties or activities that involve the requirement of a commercial
More informationTRAINER NOTES FOR LESSON PLAN 2010 11 School Bus Drivers Inservice
TRAINER NOTES FOR LESSON PLAN 2010 11 School Bus Drivers Inservice TITLE OF LESSON: DRUG/ALCOHOL TESTING AND THE COMMERCIAL DRIVER Length of Lesson: 30 minutes TRAINER NOTES: This lesson plan is pretty
More informationDRUGS AND ALCOHOL. Substance screening may be required of any employee if there exists reasonable suspicion to support such request.
DRUGS AND ALCOHOL A. APPLICANTS Substance screening is required for all final applicants applying for a position for which drug testing is required by the provisions of the Omnibus Transportation Employee
More informationParts 382 & 40 Alcohol and Drug Testing Requirements
Parts 382 & 40 Alcohol and Drug Testing Requirements 19 Part 382 Alcohol and Drug Testing Requirements Applicability Drivers required to have a commercial driver s license (CDL) are subject to the controlled
More informationPOLICY TITLE: Bus Driver Drug and Alcohol POLICY NO: 744 POLICY TITLE: Testing Program PAGE 1 of 8
POLICY TITLE: Bus Driver Drug and Alcohol POLICY NO: 744 POLICY TITLE: Testing Program PAGE 1 of 8 This school district has an interest in establishing a work environment free from the influence of drugs
More informationCATASAUQUA AREA SCHOOL DISTRICT
CATASAUQUA AREA SCHOOL DISTRICT No. 0 SECTION: Non-Professional Personnel TITLE: Policy Re Drug/Alcohol Testing ADOPTED: November, REVISED: November, 0 REVIEWED: November, 0 0. TESTING FOR ALCOHOL AND
More informationCITY OF CRIPPLE CREEK DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE MANUAL
CITY OF CRIPPLE CREEK DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE MANUAL I. Purpose The City of Cripple Creek is committed to a safe, healthy, and productive work environment for all employees free from
More informationBest Buy Pre-Employment Drug Testing Policy
Best Buy Pre-Employment Drug Testing Policy Purpose of Policy Best Buy (the Company), is firmly committed to ensuring a safe, healthy and efficient work environment for our employees, customers and the
More informationPART 382/PART 40. Alcohol and Drug Testing Requirements
PART 382/PART 40 Alcohol and Drug Testing Requirements 15 Part 382 Alcohol and Drug Testing Requirements Applicability Drivers required to have a commercial driver s license (CDL) are subject to the controlled
More informationCommercial Driver s License Mandated Drug and Alcohol Testing Program
(Page 1 of 25) Commercial Driver s License Mandated Drug and Alcohol Testing Program I. DEFINITIONS A. Accident means an incident involving an employee whose job responsibilities require a commercial driver
More information3.1. The procedure shall be applicable to all University employees.
LINCOLN UNIVERSITY Procedure: Confirmatory Testing for Substance Abuse Procedure Number: HRM 113p Effective Date: October 2008 Revisions: Review Officer: Chief Human Resources Officer 1. Purpose 1.1. It
More informationPANTHER VALLEY SCHOOL DISTRICT
No. 227.1 SECTION: PUPILS PANTHER VALLEY SCHOOL DISTRICT TITLE: DRUG/ALCOHOL TESTING ADOPTED: August 26, 2010 REVISED: September 22, 2011 227.1. DRUG/ALCOHOL TESTING 1. Purpose The Board recognizes that
More informationFORSYTH COUNTY APPLICANT AND EMPLOYEE DRUG TESTING POLICY (Revised 8/05)
Section 100 Purpose FORSYTH COUNTY APPLICANT AND EMPLOYEE DRUG TESTING POLICY (Revised 8/05) The purpose of this policy is to promote and maintain a drug free environment in the workplace and to protect
More informationALCOHOL AND CONTROLLED SUBSTANCE TESTING
ALCOHOL AND CONTROLLED SUBSTANCE TESTING Section 1.0 Introduction The Mercer County Board of Education has a vital interest in maintaining a safe, healthy, and efficient work environment for its employees.
More informationAsset Marketing Services, Inc. Drug and Alcohol Testing Policy (MN)
Drug and Alcohol Use Asset Marketing Services, Inc. Drug and Alcohol Testing Policy (MN) Illegal drug use in the workplace is against the law and highly detrimental to the safety and productivity of our
More informationåffi3##ffi Purpose Scope 2. Post-accident - 3. Reasonable suspicion - 4. Random - 5. Return-to-duty (RTD) - 6. Follow-up tests -
COMMBRCIAL DRIVBR'S LICBNSB DRUG & ALCOHOL POLICY REVISBD 3I3O/09 EXH BIT A åffi3##ffi Purpose Scope The purpose of this policy is to protect employees, co-workers and the public fi'om the risks posed
More informationPOLICY FOR A DRUG AND ALCOHOL-FREE WORKPLACE
POLICY FOR A DRUG AND ALCOHOL-FREE WORKPLACE I. STATEMENT OF PURPOSE Crossroads of Western Iowa recognizes the problems of substance abuse in society and in the workplace. Substance abuse poses a serious
More informationORANGE COUNTY TRANSPORTATION AUTHORITY
ORANGE COUNTY TRANSPORTATION AUTHORITY Page 2 2015 REVISION The (OCTA or Authority) Drug and Alcohol Policy Manual complies with the Federal Transit Administration (FTA) and U.S. Department of Transportation
More informationSERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH
2001 Delmar Avenue Granite City, IL 62040-6238 618-452-6238 smrld.org Tina Hubert Executive Director SERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH SMRLD Drug and Alcohol Free Workplace Policy Purpose
More informationMOSAIC DES MOINES Alcohol/Drug Free Workplace Policy
MOSAIC DES MOINES Alcohol/Drug Free Workplace Policy Purpose: To help safeguard employee health, provide a safe and productive workplace, and supply our people served with high quality service, Mosaic
More informationREACH AIR MEDICAL SERVICES SUBSTANCE ABUSE POLICY FOR APPLICANTS APPLYING FOR SAFETY-SENSITIVE POSITIONS
EFFECTIVE DATE: 06/01/2013 REACH AIR MEDICAL SERVICES SUBSTANCE ABUSE POLICY FOR APPLICANTS APPLYING FOR SAFETY-SENSITIVE POSITIONS (FOR TESTING TO BE CONDUCTED IN CALIFORNIA [excluding the City of San
More informationGRAY COUNTY PUBLIC WORKS CIMARRON KANSAS DRUG AND ALCOHOL TESTING POLICY (FMCSA/DOT)
GRAY COUNTY PUBLIC WORKS CIMARRON KANSAS DRUG AND ALCOHOL TESTING POLICY (FMCSA/DOT) DRUG AND ALCOHOL TESTING POLICY APPROVAL We have reviewed and concur with the contents of the Gray County Public Works
More informationPolicy Statement Regarding an Alcohol and Drug-Free Workplace
Policy Statement Regarding an Alcohol and Drug-Free Workplace Date Revised Date Reviewed Date Issued October 1, 2013 Functional Responsibility Human Resources on the Stockton campus is responsible for
More informationAll Personnel AR 4112.42/4212.42/4312.42 DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS/DISTRICT DRIVERS
All Personnel AR 4112.42/4212.42/4312.42 The district's drug and alcohol testing program shall apply to all employees who operate a commercial motor vehicle, including any vehicle designed to transport
More information1. ISSUING AGENCY: The Human Resources Department and the Division of Risk Management, of the Department of Finance and Administrative Services.
1. ISSUING AGENCY: The Human Resources Department and the Division of Risk Management, of the Department of Finance and Administrative Services. 2. SCOPE: These rules have general applicability to all
More informationAuburn University DRUG AND ALCOHOL TESTING PROGRAM POLICY
Auburn University DRUG AND ALCOHOL TESTING PROGRAM POLICY POLICY STATEMENT Auburn University recognizes that its employees are the key to achieving the University s Land Grant Mission of Instruction, Research
More informationALAMEDA COUNTY D.O.T. CONTROLLED SUBSTANCE AND ALCOHOL USE AND TESTING GUIDELINES
ALAMEDA COUNTY D.O.T. CONTROLLED SUBSTANCE AND ALCOHOL USE AND TESTING GUIDELINES April, 2009 TABLE OF CONTENTS I. Introduction...1 II. III. IV. Purpose...1 Applicability 1 Covered Employees/Safety Sensitive
More informationDrug & Alcohol Policy RELIABLE TRUCKING, INC. COMMERCIAL DRIVER PROGRAM
Drug & Alcohol Policy RELIABLE TRUCKING, INC. COMMERCIAL DRIVER PROGRAM 1 2 I. Purpose Statement The purpose of Reliable Trucking, Inc. s Drug & Alcohol Policy is to create, encourage and enforce a safe
More informationPolicy FTA SAFETY SENSITIVE DRUG AND ALCOHOL PROGRAM. Section/Number: 4-9-2 Total Pages: 25 Dept. Responsible:
Policy FTA SAFETY SENSITIVE DRUG AND ALCOHOL PROGRAM Section/Number: 4-9-2 Total Pages: 25 Dept. Human Resources Effective 1/16/1995 Responsible: Date: Special Note: SupercedesSupersedes all previous FTA
More informationTitle 14: Aeronautics and Space PART 120 DRUG AND ALCOHOL TESTING PROGRAM
Subpart A General 120.1 Applicability. Title 14: Aeronautics and Space PART 120 DRUG AND ALCOHOL TESTING PROGRAM This part applies to the following persons: (a) All air carriers and operators certificated
More informationSYSTEM REGULATIONS. 34.02.01 Drug and Alcohol Abuse and Rehabilitation Programs July 14, 2000 Supplements System Policy 34.02
SYSTEM REGULATIONS 34.02.01 Drug and Alcohol Abuse and Rehabilitation Programs July 14, 2000 Supplements System Policy 34.02 1. ADMINISTRATION The provisions of this regulation are based on requirements
More informationHow To Keep A Drug And Alcohol Free Workplace
CDHD DRUG/TOBACCO/ALCOHOL-FREE WORKPLACE POLICY Central District Health Department is committed to maintaining a drug, tobacco and alcohol-free workplace in the interest of high quality health care, safety
More informationPolicy Subject: Number Page. DEPARTMENT OF TRANSPORTATION (DOT) C 34 1 of 21 DRUG AND ALCOHOL TESTING POLICY
DEPARTMENT OF TRANSPORTATION (DOT) C 34 1 of 21 POLICY STATEMENT The County supports a policy of a drug-free workforce ( No. C-10.) To implement that policy, the County has instituted a program of drug
More informationWhat employers are required to have their employees enrolled in federally mandated drug and alcohol program? What constitutes a DOT FMCSA employee?
What employers are required to have their employees enrolled in federally mandated drug and alcohol program? Any employer who meets the requirements of the Department of Transportation (DOT) and its Agencies,
More informationDrug and Alcohol Abuse Prevention Information
Drug and Alcohol Abuse Prevention Information Fine Mortuary College (FMC) is committed to providing a drug-free environment for all college students and employees. Under the Drug-free Workplace Act and
More informationAlcohol/drug policy development and employee testing
information for leaders It s Our Business Alcohol, drugs and gambling in the workplace Alcohol/drug policy development and employee testing The misuse of alcohol and other drugs is a costly health and
More informationCRAIG HOSPITAL POLICY/PROCEDURE Approved: P&P 01/05; 04/08; 03/12 Effective Date: 11/89
CRAIG HOSPITAL POLICY/PROCEDURE Approved: P&P 01/05; 04/08; 03/12 Effective Date: 11/89 HR 43 Attachments: None Revised Date: 04/02, 09/04, 01/05, 04/08, 03/12 Forms: None Reviewed Date: SUBJECT: DRUG
More informationCity of Lincoln Non-DOT Anti-Drug Plan & Non-DOT Alcohol Misuse Plan A. DRUGS
City of Lincoln Non-DOT Anti-Drug Plan & Non-DOT Alcohol Misuse Plan A. DRUGS I. POLICY OVERVIEW ANTI-DRUG PLAN SUMMARY City of Lincoln (hereinafter referred to as the City) has a vital interest in maintaining
More informationOU MEDICAL CENTER Human Resource Policy and Procedure Manual. Subject: Drug and Alcohol
OU MEDICAL CENTER Human Resource Policy and Procedure Manual Subject: Drug and Alcohol Section: HR 6-10 Page: 1 of 5 Origination Date: 6/2004 Revision Date: 2/2006, 9/2008, 7/2009 Coverage: All OUMC employees
More informationOCSEA EDUCATION DEPARTMENT FACT SHEET
OCSEA EDUCATION DEPARTMENT FACT SHEET #221 Page 1 of 5 STATE OF OHIO CONTRACT SERIES APPENDIX M DRUG AND ALCOHOL TESTING What Is The Policy? Both OCSEA and the state agreed to a drug policy that recognizes
More informationDRUG AND ALCOHOL FREE WORKPLACE POLICY (Article 24 of the Crow Wing County Personnel Manual)
DRUG AND ALCOHOL FREE WORKPLACE POLICY (Article 24 of the Crow Wing County Personnel Manual) ARTICLE 24: DRUG AND ALCOHOL FREE WORKPLACE POLICY 24.00 Policy Crow Wing County is committed to protecting
More informationEmployee Assistance Program
Employee Assistance Program SUBSTANCE ABUSE POLICY: Substance Abuse Policy Law Substance Abuse policies and procedures are complex and subject to frequent change by legislation and court decision. It is
More informationPolicies & Procedures
2.2 Drug Free Work Place Adopted 1.24.2003 Revised 3.28.2004; 5.26.2006; 3.2.2011 Reference: WAC 388.805.200(3) POLICY In accordance with "The Drug Free Workplace Act of 1988, The Healing Lodge prohibits
More informationTHE COLLEGE OF WESTERN IDAHO PTE PROGRAMS DRUG FREE SCHOOL POLICY
THE COLLEGE OF WESTERN IDAHO PTE PROGRAMS DRUG FREE SCHOOL POLICY Policy Statement The College of Western Idaho s PTE Programs has an interest in establishing an environment free of the influence of drugs
More informationDrug and Alcohol Abuse Policy
Rexnord Industries, Inc. (herein referred to as the Company ) has a strong commitment to its employees to provide a safe work environment and to promote high standards of employee health and performance.
More informationQueen Anne s County Fire & EMS Commission Operations Manual
I. SCOPE A. This applies to all Queen Anne s County Fire and EMS personnel. II. PURPOSE A. The purpose of this document is to establish a standardized guideline for credentialing of QAC affiliated EMS
More informationCONTROLLED SUBSTANCES AND ALCOHOL TESTING REGULATIONS FEDERAL MOTOR CARRIER SAFETY ADMINISTRATION
CONTROLLED SUBSTANCES AND ALCOHOL TESTING REGULATIONS FEDERAL MOTOR CARRIER SAFETY ADMINISTRATION September 24, 2009 TABLE OF CONTENTS POLICY STATEMENT... 1 PROHIBITED SUBSTANCES... 1 PERFORMING A SAFETY
More informationDRUG/ALCOHOL-FREE AWARENESS PROGRAM
FALLBROOK PUBLIC UTILITY DISTRICT DRUG/ALCOHOL-FREE AWARENESS PROGRAM Board Approved Effective Date 2/99 Board Approved Revision Date 10/04 6/05 8/06 12/12 c/regsape july 01 1 DRUG/ALCOHOL-FREE AWARENESS
More informationZERO TOLERANCE DRUG AND ALCOHOL TESTING POLICY [GRANTEE/TRANSIT SYSTEM NAME] Adopted as of [MONTH DD, YEAR]
A. PURPOSE ZERO TOLERANCE DRUG AND ALCOHOL TESTING POLICY [GRANTEE/TRANSIT SYSTEM NAME] Adopted as of [MONTH DD, YEAR] 1) The [GRANTEE/TRANSIT SYSTEM NAME] provides public transit and paratransit services
More informationDHHS POLICIES AND PROCEDURES
DHHS POLICIES AND PROCEDURES Section V: Human Resources Current Effective Date: 9/1/11 Revision History: 7/1/03, 4/1/04; 4/6/09; 9/1/11 Original Effective Date: 8/1/89 Purpose The purpose is to establish
More informationDOT Agency / USCG Drug and Alcohol Program Facts
DOT Agency / USCG Drug and Alcohol Program Facts U.S. Department of Transportation Office of the Secretary Office of Drug and Alcohol Policy and Compliance What are the specific regulations directing employers
More informationUNCONTROLLED. Title: Drug and Alcohol Abuse Testing and Rehabilitation
1.0 Purpose and Scope Waupaca Foundry, Inc. ( Company ) values its employees and recognizes their need for a safe and healthy work environment. Waupaca Foundry, Inc. also recognizes that employees abusing
More informationElectronic Access to Publication This publication can also be accessed electronically through the internet at www.dot.gov/odapc.
Disclaimer This publication was produced by the U.S. Department of Transportation (DOT) to assist safety-sensitive employees subject to workplace drug & alcohol testing in understanding the requirements
More informationTULSA COMMUNITY COLLEGE HEALTH SCIENCES STUDENT GUIDELINES: DRUG SCREENING PROCEDURES
TULSA COMMUNITY COLLEGE HEALTH SCIENCES STUDENT GUIDELINES: DRUG SCREENING PROCEDURES I. SCOPE & PURPOSE Drug screening will be performed on all students of TCC Health Sciences programs prior to their
More informationP407.7 DRUG AND ALCOHOL FREE WORKPLACE PROCEDURE
P407.7 DRUG AND ALCOHOL FREE WORKPLACE PROCEDURE NCPA has a vital interest in maintaining a safe, healthy, and efficient working environment. It is NCPA s intent to maintain a workplace free of drugs and
More informationADDENDUM A. Orange County Water District. Drug & Alcohol Policy
ADDENDUM A Orange County Water District Drug & Alcohol Policy TABLE OF CONTENTS I. SCOPE... 1 III. DESIGNATED EMPLOYER REPRESENTATIVE(S) (DER)... 2 IV. APPLICABILITY... 2 A. General (Non-Safety/Security
More informationSUBSTANCE ABUSE POLICY (NON-DOT)
Health, Safety and Environmental Manual SUBSTANCE ABUSE POLICY (NON-DOT) 1 SUBSTANCE ABUSE POLICY (NON-DOT) Table of Contents Topic Page 1.0 Objective 3 2.0 Scope 3 3.0 References 3 4.0 Training 3 5.0
More informationLifecycle State : Effective
abcd BI Roxane Inc. Local Document Type Document Number: Version: 046-Policy-01012 Status: Effective Document Status History: Date : 13 Mar 2014 00:01:28 GMT -05:00 Document Title: Lifecycle State : Effective
More informationImplementing a Drug & Alcohol Testing Program by Jessie L. Harris
Implementing a Drug & Alcohol Testing Program by Jessie L. Harris I. OVERVIEW A number of surveys conducted over the last decade have illuminated the impacts of substance abuse on the workplace. It is
More informationUNION SCHOOL DISTRICT
SECTION: PUPILS No. 227.1 UNION SCHOOL DISTRICT TITLE: ADOPTED: May 15, 2008 DRUG/ALCOHOL TESTING FOR COCURRICULAR ACTIVITY(IES) PARTICIPATION, DRIVING AND PARKING PERMIT PRIVILEGES REVISED: 227.1. DRUG/ALCOHOL
More information9.3 Alcohol and Drug-free Workplace (Corporate Policy)
9.3 Alcohol and Drug-free Workplace (Corporate Policy) Purpose Xcel Energy has a commitment to its employees, customers, shareholders and the public to promote a safe work environment and to provide energy
More informationUNIVERSITY OF MICHIGAN DRUG & ALCOHOL SUBSTANCE ABUSE POLICY Revised October, 2014
UNIVERSITY OF MICHIGAN DRUG & ALCOHOL SUBSTANCE ABUSE POLICY Revised October, 2014 UNIVERSITY OF MICHIGAN is dedicated to the health and safety of our drivers. Drug and/or alcohol use may pose a serious
More information